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Compensation Manager Jobs in Draper, UT (NOW HIRING)

Podium

Senior Compensation Manager

Lehi, UT

The Role We are looking to hire a high-performing Senior Compensation Manager to join our team. In this role, you will own the end-to-end compensation program at Podium, including equity and ...

Wsgr

Compensation Analyst

Salt Lake City, UT · Hybrid

The Compensation Analyst will partner with the Compensation Manager and Director of HR Operations in administering the firm's compensation programs and processes. This position will be the primary ...

Podium

Senior Compensation Manager

Lehi, UT · On-site

The Role We are looking to hire a high-performing Senior Compensation Manager to join our team. In this role, you will own the end-to-end compensation program at Podium, including equity and ...

Podium

Senior Compensation Manager

Lehi, UT · On-site +1

The Role We are looking to hire a high-performing Senior Compensation Manager to join our team. In this role, you will own the end-to-end compensation program at Podium, including equity and ...

Route

Manager of Sales Compensation

Lehi, UT · On-site

$163 - $172/hr

Manager of Sales Compensation Location: Lehi, Utah, United States; Remote Role Overview Route is an e-commerce platform that connects consumers with brands, offering tools to track, insure, and ...

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All JobsCompensation JobsCompensation Manager JobsCompensation Manager Jobs in Draper, UT

Compensation Manager information

See Draper, UT salary details

$33.2K

$107.3K

$158.5K

How much do compensation manager jobs pay per year?

As of Aug 8, 2026, the average yearly pay for compensation manager in Draper, UT is $107,255.00, according to ZipRecruiter salary data. Most workers in this role earn between $89,700.00 and $123,900.00 per year, depending on experience, location, and employer.

What is a compensation manager?

A compensation manager is part of a corporate HR team which researches and develops the pay policies in a company. They use research to help determine fair pay scales for all the company employees. Duties include helping the business with recruiting and integrating new employees. At a small company, they might be responsible for all aspects of the pay system, while at a larger company they may have specific responsibilities, such as doing market research or surveying workers.

What is the difference between Compensation Manager vs Compensation Analyst?

AspectCompensation ManagerCompensation Analyst
CredentialsBachelor's degree, often HR or Business; certifications like CCP or CBPBachelor's degree in HR, Business, or related; certifications like CCP beneficial
Work EnvironmentOversees compensation strategies, manages teams, collaborates with HR leadershipAnalyzes salary data, prepares reports, supports compensation programs
Employer & Industry UsageUsed in large organizations across various industriesCommon in HR departments, especially in finance, healthcare, and tech sectors

The Compensation Manager focuses on developing and managing overall compensation strategies, policies, and team leadership. In contrast, the Compensation Analyst primarily conducts data analysis, prepares reports, and supports compensation program implementation. Both roles require similar credentials but differ in scope and responsibilities within the compensation function.

What are the key skills and qualifications needed to thrive as a compensation manager?

To thrive as a Compensation Manager, you need expertise in compensation analysis, benefits administration, and compliance, often supported by a degree in human resources or business and relevant certifications such as CCP (Certified Compensation Professional). Familiarity with HRIS systems, data analytics tools, and compensation benchmarking software is typically required. Strong analytical thinking, attention to detail, and effective communication skills help you design competitive pay structures and collaborate with stakeholders. These skills ensure fair, data-driven compensation practices that support employee satisfaction and organizational goals.

What degree do you need to be a compensation manager?

A compensation manager typically needs a bachelor's degree in human resources, business administration, finance, or a related field. Many employers prefer candidates with a master's degree or professional certifications such as the Certified Compensation Professional (CCP). Relevant skills include data analysis, knowledge of compensation laws, and experience with HR software.

What are some common challenges compensation managers face when designing competitive pay structures?

Compensation Managers often navigate the challenge of balancing internal equity, market competitiveness, and budget constraints when designing pay structures. They must ensure that compensation packages attract and retain top talent while staying compliant with regulations and maintaining fairness across the organization. Additionally, Compensation Managers regularly analyze market data, manage employee expectations, and collaborate with HR and leadership to support organizational goals. These complexities require strong analytical skills, communication, and the ability to adapt to changing market trends.
More about Compensation Manager jobs
What cities near Draper, UT are hiring for Compensation Manager jobs? Cities near Draper, UT with the most Compensation Manager job openings:
Compensation Manager jobs near you
Infographic showing various Compensation Manager job openings in Draper, UT as of August 2026, with employment types broken down into 88% Full Time, 11% Part Time, and 1% Contract. Highlights an 84% Physical, 3% Hybrid, and 13% Remote job distribution, with an average salary of $107,255 per year, or $51.6 per hour.

Senior Compensation Manager

Podium

Lehi, UT

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 20 days ago

Job description

The Role

We are looking to hire a high-performing Senior Compensation Manager to join our team. In this role, you will own the end-to-end compensation program at Podium, including equity and executive compensation, to ultimately help Podium hire and retain the best global talent. As a leader in People Operations, you will also play an active role in influencing organization design and job architecture.

What you will be doing:

  • Partner with executives and senior leadership to ensure our compensation program is attracting the right talent and driving the right behaviors and outcomes for the business
  • Oversee annual compensation planning process, including merit cycle, promotions, off-cycle changes, and executive compensation
  • Design and maintain role classification and benchmarking to ensure we remain competitive and aligned to market trends
  • Own our global equity program, including equity pool planning, management, forecasting, and expansion
  • Refresh and maintain Podium's compensation philosophy across all roles
  • Partner in broader people operations priorities, including job architecture, leveling, and any other relevant projects

What you should have:

  • 5+ years of experience in Compensation at a software company
  • Experience building scalable compensation programs in a fast-moving, evolving environment
  • Excellent analytical and quantitative skills, including Google Sheets/Excel
  • Strong understanding of compensation principles (including equity), market trends, and regulatory requirements
  • Strong business acumen, able to partner with leaders to drive business outcomes over academic structure
  • Proficiency in using compensation survey tools (i.e., Radford)
  • Effective executive communication skills with the ability to present complex topics in a clear manner and partner with leaders on sensitive topics

Benefits

  • Open and transparent culture
  • Life insurance, long and short-term disability coverage
  • Paid maternity and paternity leave
  • Fertility Benefits
  • Generous vacation time, plus three 4-day summer holiday weekends
  • Excellent medical, dental, and vision benefits
  • 401k Plan
  • Bi-annual swag drops with cool Podium gear and apparel

Podium is an equal opportunity employer. Podium provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, national origin, sexual orientation, gender identity or expression, age, disability, genetic information, marital status or veteran status.

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